Trans and Nonbinary

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About One Iowa LGBTQ Basics Sex One Iowa seeks to improve the Sex refers to hormones, chromosomes, genital and lives of LGBTQ Iowans by reproductive anatomy, and is a biological classification protecting and advancing equality (male, female, intersex) and inclusiveness through Sexual Orientation education, improving workplace The enduring pattern of romantic and/or sexual culture, and increasing access to attraction to other persons. Straight quality healthcare across our Lesbian state. Bisexual Pansexual Asexual Contact Information Gender Identity The persistent internal sense of being a man or a 515-288-4019 woman or somewhere else on the gender spectrum. [email protected] Man Woman www.oneiowa.org Non-binary (Agender, Bigender, 2 Spirit, @oneiowa Genderfluid, Genderqueer, Polygender, etc) One Iowa Gender Expression Mannerisms, personal traits, ways of dressing, etc. which serve to communicate a person's identity as they relate to gender and gender roles. Masculine Feminine Inclusive Language Androgynous Pronouns A pronoun is a word used in a sentence to refer to a person without using their name. Examples of Pronouns: He/Him/His Trans and Nonbinary 101 She/Her/Hers They/Them/Theirs (singular) Zie/Zir/Zirs What does it mean to be Gender-Neutral Language Gender-neutral language is key to being Trans/Nonbinary? more LGBTQ-inclusive. Examples of Gender-Neutral Language: here are a lot of ways to be Trans/Nonbinary- as many as there are Folks, Everyone, Ya'll Trans and Nonbinary people! Here is a basic breakdown: Sibling/Child Trans/Transgender loosely describes a person that doesn't Significant Other/Spouse/Partner identify with the sex they were assigned at birth. Nonbinary describes a person that doesn't identify as a man or a Parent/Guardian/Trusted Caretaker woman Art of the Apology Trans and Nonbinary Words to Everyone makes mistakes! What is important is how you respond. Always Know: apologize if you misgender or deadname Deadname: A deadname is a Trans/Nonbinary person's incorrect a person. name- typically it is their legal/given name. You should never use a person's dead name Misgender: Misgendering is when you use the incorrect language to refer to a person (i.e. referring to a woman as "sir").

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Identities That Fall Under the Nonbinary Umbrella Include, but Are Not Limited To
Identities that fall under the Nonbinary umbrella include, but are not limited to: Agender aka Genderless, Non-gender - Having no gender identity or no gender to express (Similar and sometimes used interchangeably with Gender Neutral) Androgyne aka Androgynous gender - Identifying or presenting between the binary options of man and woman or masculine and feminine (Similar and sometimes used interchangeably with Intergender) Bigender aka Bi-gender - Having two gender identities or expressions, either simultaneously, at different times or in different situations Fluid Gender aka Genderfluid, Pangender, Polygender - Moving between two or more different gender identities or expressions at different times or in different situations Gender Neutral aka Neutral Gender - Having a neutral gender identity or expression, or identifying with the preference for gender neutral language and pronouns Genderqueer aka Gender Queer - Non-normative gender identity or expression (often used as an umbrella term with similar scope to Nonbinary) Intergender aka Intergendered - Having a gender identity or expression that falls between the two binary options of man and woman or masculine and feminine Neutrois - Belonging to a non-gendered or neutral gendered class, usually but not always used to indicate the desire to hide or remove gender cues Nonbinary aka Non-binary - Identifying with the umbrella term covering all people with gender outside of the binary, without defining oneself more specifically Nonbinary Butch - Holding a nonbinary gender identity
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Homophobia and Transphobia Illumination Project Curriculum
Homophobia and Transphobia Illumination Project Curriculum Andrew S. Forshee, Ph.D., Early Education & Family Studies Portland Community College Portland, Oregon INTRODUCTION Homophobia and transphobia are complicated topics that touch on core identity issues. Most people tend to conflate sexual orientation with gender identity, thus confusing two social distinctions. Understanding the differences between these concepts provides an opportunity to build personal knowledge, enhance skills in allyship, and effect positive social change. GROUND RULES (1015 minutes) Materials: chart paper, markers, tape. Due to the nature of the topic area, it is essential to develop ground rules for each student to follow. Ask students to offer some rules for participation in the postperformance workshop (i.e., what would help them participate to their fullest). Attempt to obtain a group consensus before adopting them as the official “social contract” of the group. Useful guidelines include the following (Bonner Curriculum, 2009; Hardiman, Jackson, & Griffin, 2007): Respect each viewpoint, opinion, and experience. Use “I” statements – avoid speaking in generalities. The conversations in the class are confidential (do not share information outside of class). Set own boundaries for sharing. Share air time. Listen respectfully. No blaming or scapegoating. Focus on own learning. Reference to PCC Student Rights and Responsibilities: http://www.pcc.edu/about/policy/studentrights/studentrights.pdf DEFINING THE CONCEPTS (see Appendix A for specific exercise) An active “toolkit” of terminology helps support the ongoing dialogue, questioning, and understanding about issues of homophobia and transphobia. Clear definitions also provide a context and platform for discussion. Homophobia: a psychological term originally developed by Weinberg (1973) to define an irrational hatred, anxiety, and or fear of homosexuality.
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Gender Identity • Expression
In New York City, it’s illegal to discriminate on the basis of gender identity and gender expression in the workplace, in public spaces, and in housing. The NYC Commission on Human Rights is committed to ensuring that transgender and gender non-conforming New Yorkers are treated with dignity and respect and without threat of discrimination or harassment. This means individuals GENDER GENDER have the right to: • Work and live free from discrimination IDENTITY EXPRESSION and harassment due to their gender One's internal, External representations of gender as identity/expression. deeply-held sense expressed through, for example, one's EXPRESSION • Use the bathroom or locker room most of one’s gender name, pronouns, clothing, haircut, consistent with their gender identity as male, female, behavior, voice, or body characteristics. • and/or expression without being or something else Society identifies these as masculine required to show “proof” of gender. entirely. A transgender and feminine, although what is • Be addressed with their preferred person is someone considered masculine and feminine pronouns and name without being whose gender identity changes over time and varies by culture. required to show “proof” of gender. does not match Many transgender people align their • Follow dress codes and grooming the sex they were gender expression with their gender standards consistent with their assigned at birth. identity, rather than the sex they were gender identity/expression. assigned at birth. Courtesy 101: IDENTITY GENDER • If you don't know what pronouns to use, ask. Be polite and respectful; if you use the wrong pronoun, apologize and move on. • Respect the terminology a transgender person uses to describe their identity.
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Trans People, Transitioning, Mental Health, Life and Job Satisfaction
DISCUSSION PAPER SERIES IZA DP No. 12695 Trans People, Transitioning, Mental Health, Life and Job Satisfaction Nick Drydakis OCTOBER 2019 DISCUSSION PAPER SERIES IZA DP No. 12695 Trans People, Transitioning, Mental Health, Life and Job Satisfaction Nick Drydakis Anglia Ruskin University, University of Cambridge and IZA OCTOBER 2019 Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world’s largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. ISSN: 2365-9793 IZA – Institute of Labor Economics Schaumburg-Lippe-Straße 5–9 Phone: +49-228-3894-0 53113 Bonn, Germany Email: [email protected] www.iza.org IZA DP No. 12695 OCTOBER 2019 ABSTRACT Trans People, Transitioning, Mental Health, Life and Job Satisfaction For trans people (i.e. people whose gender is not the same as the sex they were assigned at birth) evidence suggests that transitioning (i.e.
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Genders & Sexualities Terms
GENDERS & SEXUALITIES TERMS All terms should be evaluated by your local community to determine what best fits. As with all language, the communities that utilize these and other words may have different meanings and reasons for using different terminology within different groups. Agender: a person who does not identify with a gender identity or gender expression; some agender-identifying people consider themselves gender neutral, genderless, and/or non- binary, while some consider “agender” to be their gender identity. Ally/Accomplice: a person who recognizes their privilege and is actively engaged in a community of resistance to dismantle the systems of oppression. They do not show up to “help” or participate as a way to make themselves feel less guilty about privilege but are able to lean into discomfort and have hard conversations about being held accountable and the ways they must use their privilege and/or social capital for the true liberation of oppressed communities. Androgynous: a person who expresses or presents merged socially-defined masculine and feminine characteristics, or mainly neutral characteristics. Asexual: having a lack of (or low level of) sexual attraction to others and/or a lack of interest or desire for sex or sexual partners. Asexuality exists on a spectrum from people who experience no sexual attraction nor have any desire for sex, to those who experience low levels of sexual attraction and only after significant amounts of time. Many of these different places on the spectrum have their own identity labels. Another term used within the asexual community is “ace,” meaning someone who is asexual.
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Native American and Two-Spirit Resource Guide
Native American and Two-Spirit Resource Guide Content Warning: Some of the following resources Looking for more information about Native contain discussions of racism, colonialism, boarding American and Two-Spirit? schools, intergenerational trauma, hate crimes, alcoholism and drug use, homelessness Articles What Is Two-Spirit? “Supporting LGBTQ Native American Students” – GLSEN Two-Spirit is an identity created by indigenous people for indigenous people as a way to challenge “Supporting LGBTQ/Native American LGBT colonial ways of understanding native gender and People” – Center for American Progress sexual expression. It should not be used as an identity by non-indigenous people. Two-Spirit is an “Tribal Equity Toolkit 2.0: Tribal Resolutions and identity label that describes gender identity and/or Codes to Support Two Spirit and LGBT Justice in sexual orientation. Other terms might be used Indian County” within different tribal communities, so always respect a person’s self-identification. Overall, the “8 Things You Should Know About Two Spirit term two-spirit is generally preferred to People” – Tony Enos “berdache,” which is a word that European settlers used to describe a third gender person (woman- “5 Things Queer and Questioning Indigenous living-man) who is Native American (Poynter, Folks Should Consider About Claiming Two 2016). Spirit Identity” – Mehealani Joy It is cultural appropriation for someone who is non- indigenous to identify as Two-Spirit. Appropriate “Two-Spirit Pride” – Rachel Browne alternatives for a non-indigenous person who identifies as multiple genders are bigender, Videos pangender, and polygender. “What Is Two Spirit?” – sexplanations “Our Families: LGBT/ Two Spirit Native American Stories” – BasicRights “Two Spirits, One Dance for Native American Artist” – AJ+ Books Driskill, Qwo-Li, Daniel Heath Justice, Deborah Miranda, and Lisa Tatonetti.
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Responses to Information Requests Responses to Information Requests
Home Country of Origin Information Responses to Information Requests Responses to Information Requests Responses to Information Requests (RIR) are research reports on country conditions. They are requested by IRB decision makers. The database contains a seven-year archive of English and French RIR. Earlier RIR may be found on the European Country of Origin Information Network website. Please note that some RIR have attachments which are not electronically accessible here. To obtain a copy of an attachment, please e-mail us. Related Links • Advanced search help 26 May 2020 COL200263.E Colombia: Situation and treatment of sexual and gender minorities, including treatment by authorities and society; state protection and support services available (2017-May 2020) Research Directorate, Immigration and Refugee Board of Canada 1. Legislation In its Global Workplace Briefings 2019 on Colombia, Stonewall, a UK-based organization whose work includes collaborating with institutions “to ensure they offer inclusive, equal and inspiring environments for LGBT people” and to improve legal protection available to LGBT people in Britain and abroad (Stonewall n.d.), writes that sexual relations between same-sex partners are “not criminalised and are therefore legal” (Stonewall Sept. 2019, 1). Similarly, the International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA World) State-Sponsored Homophobia 2019: Global Legislation Overview Update report further specifies that Colombia decriminalized same-sex sexual relations in 1981 with the “repeal
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Model Transgender Employment Policy Negotiating for Inclusive Workplaces Model Transgender Employment Policy
Model Transgender Employment Policy negotiating for inclusive workplaces Model Transgender Employment Policy Contents Introduction 3 Sample Policies 3 Purpose 3 Definitions 3 Specific Policies 5 Privacy 5 Official Records 5 Names/ Pronouns 5 Transitioning on the Job 5 Sex-segregated job assignments 6 Restroom Accessibility 6 Locker Room Accessibility 6 Dress Codes 6 Discrimination/ Harassment 7 Health Insurance Benefits 7 Sample Workplace Transition Plan 8 Before the Workplace Transition Begins 8 The Day the Transition Will Be Made Known to the Work Team 9 The First Day of the Employee’s Official Workplace Transition 9 2 negotiating for inclusive workplaces Introduction This model policy and guide will clarify the law and help your company welcome and include transgender, gender non-conforming, and transitioning employees. Below is a sample policy1 that your company can use as the basis for creating your own inclusive policy to ensure transgender, gender non-conforming, and transitioning employees feel safe and welcome in your workplace. Sample Policies Purpose Our company does not discriminate in any way on the basis of sex, sexual orientation, gender identity, or gender expression. This policy is designed to create a safe and productive workplace environment for all employees. This policy sets forth guidelines to address the needs of transgender and gender non-conforming employees and clarifies how the law should be implemented in situations where questions may arise about how to protect the legal rights or safety of such employees. This policy does not anticipate every situation that might occur with respect to transgender or gender non-conforming employees, and the needs of each transgender or gender non-conforming employee must be assessed on a case-by-case basis.
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Trans Issues and Later Life
Factsheet 16 Trans issues and later life July 2021 About this factsheet This factsheet provides information about later life for trans people. The main focus is on growing older for people who have transitioned and live permanently in their affirmed gender. It also provides information for people in later life who are thinking about gender reassignment. The factsheet covers a range of legal, financial and social care issues. It includes a guide to terminology and details of where to go for further information and support. Terminology used by trans people to describe their experiences and identities is varied and changes over time. We are committed to reflecting this diversity but recognise that terms used in this factsheet may vary in their usage or become outdated. The information in this factsheet is applicable to England and Wales. If you are in Scotland or Northern Ireland, please contact Age Scotland or Age NI for information. Contact details are at the back of the factsheet. Age UK Advice can give you contact details for a local Age UK in England. In Wales, call Age Cymru Advice. Contact details for any organisation mentioned in this factsheet can be found in the Useful organisations section. Page 1 of 32 Contents 1 Recent developments 4 2 Who is trans? 4 3 Trans and other gender identities 5 3.1 Transsexual people 5 3.2 People who cross-dress 6 3.3 Non-binary people 6 4 Transitioning in later life 7 5 The transitioning process 7 5.1 Transition and hormones 9 5.1.1 The trans man’s transition 9 5.1.2 The trans woman’s transition
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Homophobic and Transphobic Violence
FACT SHEET Homophobic and transphobic violence Violence against lesbian, gay, bisexual Data or transgender people Official data on homophobic and transphobic violence is Homophobic and transphobic violence has been reported patchy and official statistics are scarce. Relatively few in all regions of the world. It ranges from aggressive, countries have adequate systems in place for monitoring, sustained psychological bullying to physical assault, torture, recording and reporting homophobic and transphobic hate kidnapping and targeted killings. Sexual violence has also crimes. Even where such systems exist, victims may not trust been widely reported, including so-called “corrective” the police enough to come forward, and the police themselves or “punitive” rape, in which men rape women assumed may not be sufficiently sensitized to recognize and properly to be lesbian on the pretext of trying to “cure” their victims record the motive. Nevertheless, by piecing together whatever of homosexuality. national statistics are available and supplementing them with reporting from other sources a clear pattern emerges—of Violence takes place in a variety of settings: on the street, widespread, brutal violence, often committed with impunity. in public parks, in schools, in workplaces, in private homes, and in prisons and police cells. It may be spontaneous or organized, perpetrated by individual strangers or by extremist State responsibility groups. A common characteristic of many anti-LGBT hate crimes is their brutality: murder victims, for example, are States are obliged under international law to protect LGBT often found mutilated, severely burnt, castrated, showing people’s rights to life, to security of person, and to freedom from signs of sexual assault.
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Non-Binary Inclusion in the Workplace
BEST PRACTICES FOR NON-BINARY INCLUSION IN THE WORKPLACE. AN OUT & EQUAL GUIDE Many companies now implement strategies to ensure policies, benefits, and overall workplace culture are inclusive of LGBTQ employees. However, fewer businesses are familiar with how to incorporate the full spectrum of gender diversity, particularly those with non- binary gender identities, into their LGBTQ diversity and inclusion initiatives. Non-binary individuals often 1 experience significant rates of discrimination in the workplace (almost a third experienced discrimination in the hiring process alone.) A contributing factor in gender-specific policies and practices combined with a lack of understanding regarding non-binary identity are significant contributing factors to the negative experiences faced by non-binary employees. For these reasons and many others, a majority of non-binary employees remain closeted at 1 work and take great precautions to avoid further discrimination. Instances like these highlight the importance of exercising non-binary inclusion. The following guide details a variety of specific best practices for creating welcoming workplace environments for non-binary employees. CONTENTS 4 Gender Identity 101 6 Defining “Non-Binary” 8 Gender-Neutral Language 10 Pronoun Usage 12 Records and Policies 14 Dress Codes 15 Facilities 17 Tips for ERG Engagement 18 Talent Acquisition 22 Practicing Allyship Gender 101 When approaching the topic of non-binary identity, it is important to understand the differences between sex and gender. Typically, the terms “sex” and “gender” are incorrectly used interchangeably, though the definitions are quite different. Sex Gender A social, The cultural legal, medical meanings (such designation as masculinity or assigned at birth femininity) assigned based on a medical to biological sexes assessment of the within a specific body.
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New Sexual Orientation and Gender Identity Questions: Information for Patients
New Sexual Orientation and Gender Identity Questions: Information for Patients Thank you for taking the time to complete these questions. If you have additional questions, we encourage you to speak with your provider. This project was supported by the Health Resources and Services We recently added new questions about Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) under cooperative agreement number sexual orientation and gender identity U30CS22742, Training and Technical Assistance National Cooperative Agreements (NCAs) for $449,985.00 with 0% of to our registration forms. the total NCA project financed with non-federal sources. This information or content and conclusions are those of the author and should not be construed as the official position or policy Our health center thinks it is important to of, nor should any endorsements be inferred by HRSA, HHS, learn this information from our patients. or the U.S. Government. Inside are some frequently asked questions about why we are asking these questions and how the information will be used. NATIONAL LGBT HEALTH EDUCATION CENTER A PROGRAM OF THE FENWAY INSTITUTE NLHEC-3 Q: WHY AM I BEING ASKED ABOUT Q: WHAT DOES TRANSGENDER MEAN? Q: HOW DO I CHOOSE THE CORRECT MY SEXUAL ORIENTATION AND Transgender people have a gender identity INFORMATION? GENDER IDENTITY? that is not the same as their sex at birth. There are no right or wrong answers. If you Every patient has unique health needs. don’t find an answer that fits, you can choose • Transgender man (FTM) describes someone Research shows that lesbian, gay, bisexual, “Something else” or “Other,” or you can talk assigned female at birth who has a male and transgender (LGBT) people have health with your provider.
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